Quiet Quitting & the Blame Game: Who’s Really At Fault?

This summer was the summer of “quiet quitting”. If you weren’t engaging in it, you were certainly hearing about it. The phrase, coined predominantly on TikTok, proceeded to make waves across the globe. The premise? Unsubscribing to the idea of hustle culture, aka going above and beyond in your job. You still perform your duties, but no longer view work as your whole life. 

The reaction to the quiet quitting trend has been mixed. For the average worker, the ideals make sense—the general attitude of “work = life” dwindling following the pandemic and the new freedoms afforded by remote or hybrid working. Many senior leaders, however, have cited this new attitude as no more than laziness. 

Certainly, quiet quitting will probably push the likelihood of a promotion down, but let’s not overlook the fact that the “above and beyond” mentality has been incredibly lucrative for bosses, often at the expense of employee wellbeing.    

Instead of pointing fingers, it’s more important to look at the causes of quiet quitting. Quiet quitting, as its core, is a result of feeling underappreciated in the workplace. Typically, we do not want to do our very best for a company when it goes either unnoticed, or unrewarded. 

The solution to quiet quitting is not, then, to accuse workers of laziness, but to try and combat the issues that make them feel like giving up. So, how do we, as businesses, go about this? 

1. Offer remote or hybrid working options. According to recent studies, 86% of people feel that working remotely reduces stress. Less stress, less burnout.
2. Give proper monetary incentives. Let’s be honest, small perks don’t pay the bills. Ensure that there is salary transparency, a clear pathway to promotions and fair pay.
3. Employ cultural awareness training. A key cause of resentment in global companies is a cultural disparity, with some cultures catered to more than others. Cultural awareness training can ensure you are running a balanced, diverse, equal workplace.
4. Offer mental health support. If possible, offer in-office therapy or online courses. Be ahead of the game in monitoring employee attitudes to work. Don’t let things get to the stage where your employees want to quiet quit.
5. Lead by example! If you are a leader, go home on time. Make use of remote work. Ask how people are feeling. Offer your support. 

Quiet quitting is not some terrifying new disease that we need to fear. As Ariana Huffington writes, “What we’re seeing is the breakdown of a model of working that goes back to the Industrial Revolution.” It’s about a building resentment as a result of poor working conditions. 

Luckily, the solution is also just as timeless. There is no greater reward, no more lucrative strategy - for bosses and workers alike - than enjoying your job, simply because it’s a great place to work.